HomeMy WebLinkAboutR-84-0297J-84-182
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8` �06v IV
RESOLUTION N0.
A RESOLUTION AUTHORIZING THE CITY MANAGER
to- EXECUTE AN AGREEMENT WITH L. HITE AND
ASSOCIATES, INC., IN SUBStANTIALLY THE
FORM ATTACHED HERETO, FOR PROFESSIONAL
PSYCHOLOGICAL SERVICES FOR THE PURPOSE OF
DEVELOPING PSYCHOLOGICAL SCREENING PROCE-
DURES FOR EMPLOYMENT OF POLICE OFFICER
APPLICANTS AT A COST NOT TO EXCEED
TWENTY-EIGHT THOUSAND AND THREE HUNDRED
-
DOLLARS ($28,3U0.0U), WITH FUNDS THEREFOR
ALLOCATED FROM THE DEPARTMENT OF HUMAN
RESOURCES' BUDGET.
WHEREAS,. the City+ of Miami is desirous of developing
psychological screening procedures for Police Officer
applicants; and
WHEREAS, there is a need to develop procedures that will
reduce the probability of abusive or violent behavior; and
WHEREAS, L. Hite and Associates, Inc. has the necessary
skills and resources and is willing to develop psychological
screening procedures for Police Officer applicants; and
WHEREAS, the funds necessary for the execution of this
agreement have been made available under the Department of
Human Resources' Professional Service account;
NOW,, THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE
CITY OF MIAMI, FLORIDA:
Section 1. The City Manager is hereby authorized to
execute an agreement with L. Hite and Associates, Inc. for
professional psychological services to be provided fur the
City of Miami, Department of Human Resources, in substan—
tiaLLy the form attached hereto in an amount not to exceed
f
Twenty -Eight Thousand Three Hundred Dollars ($28,300.U0),
With funds therefor hereby allocated from Department of
Human Resources Professional Service account.
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1
MAR 8 1984
r11044 1%0. 84-29 t'
KS.
RALPH G: ONGIE; CITY C
PREP RED AND APPROVED ,SY:
ALEX VILLARELLO
ASSISTANT CITY ATTORNEY
APPROVED AS TO FORM AND CORRECTNESS!
9w:/�
6SE GARCIA-PEDROSA
ITY ATTORNEY
84-'29".
ClOF MIAM1. FLORIDA
3 30.
INtER•OFFICE MEMORANDUM
TO Howard V. Gary
City Manager
/.
FROM. Robert D. Krause, Director , -
Department of Human Resources
DATE: February 22, 1984 FILE:
SUBJECT: Proposed Resolution and
Contract for Psychological
Services
REFERENCES
ENCLOSURES.
It is recommended that the City Commission
approve a Resolution authorizing the City
Manager to enter into a Contract with
L. Hite and Associates, Inc., —Tor obtaining
Psychological narrative reports in conjunc—
tion with psychological screening
procedures for Police Officer app scants.
The proposed contract w.ould total an amount not to exceed $28,300.00.
The funding was made availa5le in FY 83-84 budget in the professional
service account.
We received proposals from Viree well qualified firms: Organizational
Consulting Group of Akron, Ohio; Personnel Decisions, Inc., of Minne—
apolis, Minnesota; and L. Hite and Associates, Inc., of Palm Harbor,
Florida.
The proposal that is most responsive to the City's need was submitted
by Dr. Lorain Hite. His proposal also would cost less and be completed
sooner than the others.
Dr. Hite has done research in testing and test development for the
Florida State Highway Patrol, installation and validation of selection
programs for major private employers, and consulting work for the
Florida State Board of Examiners in Psychology and other licensing
boards.
Therefore, it is recommended that the City Manager be authorized to
enter into the proposed contract with L. Hite and Assocites, Inc. The
Resolution, proposed contract and a supplementary report are attached.
84-291
A RE5ULUILUN RU1MVKttIInN Inr. %,+11
fig EXECUTE AN AGREEMENT WITH L. HITE AND
ASSOCIATES, INC. IN SUBSTANTIALLY THE
FORM ATTACHED HERETO, FOR PROFESSIONAL
PSYCHOLOGICAL SERVICES FOR THE PURPOSE OF
DEVELOPING PSYCHOLOGICAL SCREENING PROCE-
DURES FOR EMPLOYMENT OF POLICE OFFICER
APPLICANTS AT A COST NOT TO EXCEED
TWENTY-EIGHT THOUSAND AND THREE HUNDRED
DOLLARS ($28,300.00) WITH FUNDS THEREFOR
ALLOCATED FROM THE DEPARTMENT OF HUMAN
RESOURCES' BUDGET.
WHEREAS, the City of Miami is desirous of developing
psychological screening procedures for Police Officer
applicants; and
WHEREAS, there is a need to develop procedures that will
reduce the probability of abusive or violent behavior; and
WHEREAS, L. Hite and Associates, Inc. has the necessary -
skills and resources and is willing to develop psychological
screening procedures for Police Officer applicants; and
WHEREAS, the funds necessary for the execution of this
agreement have been made available under the Department of
Human Resources' Professional Service account;
NOW THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE
CITY OF MIAMI, FLORIDA:
Section 1. The City Manager is hereby authorized to
execute an agreement with L. Hite and Associates, Inc. for
professional psychological services to be provided for the
City of Miami, Department of Human Resources in substan-
tially the form attached hereto in an amount not to exceed
Twenty -Eight Thousand Three Hundred Dollars ($28,300.UO)
with funds therefor hereby allocated from Department of
Human Resources Professional Service account.
RALPH G. UNbit, bLIT u6mmm
4 i
t4-
PREPARED AND APPROVED BY:
td t I
ALEX VILLARELLO
ASSISTANT CITY ATTORNEY
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i I ,
APPROVED AS TO FORM AND CORRECTNESS:
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JOSE GARCIA-PEDROSA
t
CITY ATTORNEY
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84-29'7
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PROFESSIONAL SERVICES AOREEMENt
This Agreement entered into this day of March
19840 by and between the City of Miami, a municipal
corporation of Dade County, Florida, hereinafter referred to
as "CITY" and L. Hite and Associates, Inc., 164U Chestnut
Court, Palm Harbor, Florida, hereinafter referred to as
"CONSULTANT".
W I T N E S S E T H
WHEREAS, THE CITY OF MIAMI, requires professional
services in the nature of psychological screening procedures
for police officer applicants; and
WHEREAS, the CONSULTANT has expressed a desire to
perform the required services for the CITY;
NOW, THEREFORE, the CITY and the CONSULTANT Oa
mutually agree as follows:
1. TERN:
This agreement shall commence the ....... day of
March, 1984, for the purpose of providing the services
stipulated in Paragraphs 2 and 3 of this agreement and shall
terminate at 11:59 o'clock, P.M., on the 15th day of August,
1984.
2. BASIC SERVICES:
The CONSULTANT shall provide the following
professionaL services:
A) Develop psychological screening procedures
that will reduce the probability of abusive or violent
behavior by police officers.
8) Computerize the data handling of appLi-
Cants' answers on the EM0 Questionnaire, the
Temperament Comparator, the Work Interest Index, the
WIe
84-297
E
PROFESSIONAL SERVICES AOREEMENt
This Agreement entered into this day of March
19840 by and between the City of Miami, a municipal
corporation of Dade County, Florida, hereinafter referred to
as "CITY" and L. Hite and Associates, Inc., 164U Chestnut
Court, Palm Harbor, Florida, hereinafter referred to as
"CONSULTANT".
W I T N E S S E T H
WHEREAS, THE CITY OF MIAMI, requires professional
services in the nature of psychological screening procedures
for police officer applicants; and
WHEREAS, the CONSULTANT has expressed a desire to
perform the required services for the CITY;
NOW, THEREFORE, the CITY and the CONSULTANT Oa
mutually agree as follows:
1. TERN:
This agreement shall commence the ....... day of
March, 1984, for the purpose of providing the services
stipulated in Paragraphs 2 and 3 of this agreement and shall
terminate at 11:59 o'clock, P.M., on the 15th day of August,
1984.
2. BASIC SERVICES:
The CONSULTANT shall provide the following
professionaL services:
A) Develop psychological screening procedures
that will reduce the probability of abusive or violent
behavior by police officers.
8) Computerize the data handling of appLi-
Cants' answers on the EM0 Questionnaire, the
Temperament Comparator, the Work Interest Index, the
WIe
84-297
E
Experience and 8atkoround Questionnairep and the
drown -Carlson Listening Comprehension Test,
C) Develop procedures from test instruments i►�
subsection 8 above to be utilized by the City of Miami
Department of Human Resources to produce computer
generated test profiles and narrative reports that will
be useful in evaluating applicants for employment as
police officers.
D) Develop computer software programs and
systems compatible with the present systems used by the
City of Miami. The programs to be developed will use
the existing hardware, i.e., Radio Shack computer,
printer, floppy and hard disk storage facilities, and
the 7001 NCS Optical Scanner. Programming languages
to be used will be those which will be compatible with
CPM operating system and d8ase-II programming Language.
E) Develop computer programs which will
generate the report attached as EXHIBIT A for each
Job candidate. Changes in this form may be made with
CITY approval prior to completion of this phase of
the programming. The information will be stored in such
a way that it will be retrievable.
F) Develop a computer -generated program which
will provide a listing of qualified candidates (an
eligibility list) high to low on the basis of
"selection" scores. These scores will include
"seniority points" and may include "veteran points."
The programmming will replicate the manual procedures
presently used by the CITY to develop such Listings.
G) Prepare a system of scoring and interpreta-
tion that will help weed out "poor risk" police
applicants in order to reduce the probability of
abusive behavior or unwarranted use of deadly force.
The CONSULTANT will provide necessary training to
staff in the Department of Human Resources to interpret
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84-296
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the naf tative psychological reports and apply the
scoring system. CONSULTANT will use the services of
a member of the American Board of Examiners in
Professional Psyschology (ABEPP) to develop the
procedures for interpretation of scores.
H) Develop programs which will produce a
narrative report for each candidate based on his
response to the following psychological instruments:
1) EMO Questionnaire
2) Temperament Comparator
3) Work Interest Index
4) Experience & Background Questionnaire
5) Brown -Carlson Listening Comprehension test.
I) Develop a newer and shorter bio-data form,
by condensing the present form utilized by the Depart-
ment of Human Resources and Police. The form will
include information regarding the applicants' educa-
tional and work history as well as pertinent personal
information. This information will be included in the
narrative report.
J) CONSULTANT will meet with city staff and
a panel of community professionals on a monthly basis
to review and adjust work in progress.
3. PROJECT SCHEDULE
The CONSULTANT will complete the project in the
o towing steps:
A) A preliminary meeting and follow-up
progress meetings of one (1) per month for planning
purposes and for input of information regarding the
City of Miami Department of Human Resources' require-
ments in regard to the report.
B) Development of the new bio-data question -
noire and the final NCS answer sheet forms.
84-29i
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the final payment of 25% wilL be withheld ufitiL
#JhAL report is submitted to the City of Miami for review
And approval. The remaining 25% will be disbursed within 15
(fifteen) working days after approval by City of Miamir
Director of Human Resources.
6. DELIVERY OF SERVICES
Both parties agree to cam ply with the
atipulations which are outlined in the "RiLLing and Payment
Schedule" outline narrative which is attached as EXHIBIT
g.
7. TERMINATION OF CONTRACT
The CITY retains the right to terminate this
Agreement at any time prior to the completion of the
WORK without penalty to the CITY. In the event, notice
of termination of this Agreement shall be in writing to the
CONSULTANT who shall be paid for all WORK performed
prior to the date of his receipt of the notice of
termination. In no case, however, will the CITY pay the
CONSULTANT an amount in excess of the total sum provided
by this Agreement.
It is hereby understood by and between the CITY
and the CONSULTANT that any payment made in accordance
with this Section to the CONSULTANT shall be made only if
said CONSULTANT is not in default under the terms of this
Agreement. If the CONSULTANT is in default under the
terms of this Agreement, then the CITY shall in no way be
obligated and shall not pay the CONSULTANT any su•
whatsoever.
f
84-29'7
No Waiver or breath of any provisioh of this
Agreement shall constitute a waiver of any subseQueht
breach of the same or any other provision hereof, and MO
waiver shall be effective unless made in writing.
9. NON-DISCRIMINATION
The CONSULTANT agrees that there shall be no
discrimination as to race, sex, Color, Creed or national
origin in connection with any operations under this
Agreement.
10) AWARD OF AGREEMENT
The CONSULTANT warrants that he has not
employed or retained any company or persons to solicit or
secure this Agreement and that he has not offered to pay,
paid, or agreed to pay any person or company any fee,
commission, percentage, brokerage fee, or gifts of any kind
contingent upon or resulting from the award of making this
Agreement.
The CONSULTANT is aware of the conflict of
interest laws of the City of Miami (Miami City Code Chapter
2, Article V), Dade County, Florida (Dade County Code,
Section 2-11.1) and the Florida Statutes, and agrees that he
will fully comply in all respects with the terms of said
Laws.
11. NON -DELEGABILITY
It is understood and agreed that the obligations
undertaken by the CONSULTANT pursuant to this Agreement
shall not be delegated to any other person or firm unless
-L�_ wIrTv �k.ji fircr rnnsPnt in writing to the performance
12. CONSTRUCTION OF AGREEMENT
The parties hereto agree that this Agreement
Shall be construed and enforced according to the laws#
Statutes and case laws of the State of Florida.
13. SUCCESSORS AND ASSIGNS
This Agreement shall be binding upon the partieS
hereihi their heirs, executors, legal rep resentatiVLst
'Suttessors, and assigns.
14. NOTICES
It is understood and agreed between both parties
hereto that all notices which may arise in connection with
this Agreement shall be considered sufficient when made in
WRITING and mailed or delivered in person, to the
appropriate address of the respective party:
FOR CITY:
r
84-291
V.
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AUDIT glGHts
The CITY reserves the Fight t0 Audit the
Petords of the CONSULTANT at any time during the
performance of this Agreement and for a period of one year
after final payment is made under this Agreement.
16. INDEMNIFICATION
CONSULTANT shall indemnify and save the CITY
harmless from and against any and all claims, liabilities,
Losses, and cause of action, which may arise out of
CONSULTANT's activities under this contract, including all
other acts or omissions to act on the part of the
CONSULTANT or any of them, including any person acting for
or on his or their behalf, and, from and against any orders,
judgments or decrees which may be entered and from and
against all costs attorney's fees, expenses and liabilities
incurred in the defense of any such claims, or in the
investigation thereof.
17. INSURANCE
The CONSULTANT shall provide professional
liability insurance with a combined single limit of at least
s1,000,000 Cone million dollars). A certificate of
insurance shall be submitted to the City of Miami, Risk
Management Division, prior to execution of this agreement.
The CITY shall be named as an "Additional
Insured" on such policy and a "Certificate of Insurance"
shall be supplied as evidence of such coverage upon
execution of this agreement.
18. CONFLICT OF INTEREST
The CONSULTANT convenants that no person under
its employ who presently exercises any functions or respon-
sibilities in connection with this Agreement has any
personal financial interests, direct or indirect, in this
Agreement. The CONSULTANT further convenants that, in
'W$v.
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84-29i
the performance of this Agreement, no person having sUCh
Conflicting interest shall be employed. Any such interests
on the part of the CONSULTANT or its employees gust be
disclosed in writing to the CITY.
The CONSULTANT, in the performance of this
Agreement, shall be subject to the more restrictive law
and/or guidelines regarding conflict of interest promulgated
by federal, state or local government.
19. OWNERSHIP OF DOCUMENTS
CONSULTANT agrees that all documents, records
and reports maintained and generated pursuant to this con-
tractual relationship between the CITY and CONSULTANT
shall be subject to all provisions of the Public Records
Laws, Chapter 119, Florida Statutes. CONSULTANT further
agrees that all documents, records and reports generated are
the sole property of the CITY.
20. INDEPENDENT CONTRACTOR
The CONSULTANT and its employees and agents
shalt be deemed to be an independent contractor, and not an
agent or employee of the CITY, and shall not attain any
rights or benefits under the Civil Service or Pension
Ordinance of the CITY, or any rights generally afforded
classified or unclassified employees; further he/she shall
not be deemed entitled to Florida Worker's Compensation
benefits as an employee of the CITY.
21. GOVERNMENTAL AUTHORITY AND FORCE MAJEURE
No default in the performance of the terms,
convenants or conditions of this Agreement on the part of
the CONSULTANT or CITY (other than in the payment of any
accrued billings due or in any other payment required
hereunder by one party to the other) shall be deemed to
continue if and so long as CONSULTANT or CITY, as the
.9.
84-297
tale May be, shaLL be delayed in or prevented from remedying the same by (a) acts of God or the public enemy, (b) strikes
or other Labor disputes, c) any order, directive or other
interference by municipal, state, federal or other
governmental official or agency, or (d) any other cause
reasonably beyond the control of CONSULTANT or CITY, as
the case may be; but if and when the occurrence or condition
which delayed or prevented the remedying of such default
shall cease or be removed, it shall be the obligation of
CONSULTANT or CITY, as the case may be, without further
delay, to commence the correction of such default or to
continue the correction thereof.
22. LEGAL DEFENSE
CONSULTANT agrees to testify on behalf of the
CITY in the event charges or allegations arise from use of
any report, records and documents generated, for the
psychological screening procedures to reduce the probability
of abusive or violent behavior by police officers who are
screened under the psychological profiles developed by L. 0.
Hite and Assocites. The CITY agrees to pay reasonable
travel expenses and normal consulting fees for any such
testimony.
23. GENERAL
A) It is further agreed between the CITY and
the CONSULTANT that the Exhibits attached hereto as
EXHIBIT A and B are hereby in all respects made a part of
this contract.
84-297
IN WITNESS WHEEEOfj the parties hereto have caused
these presents to be executed by the respective officials
thereunto duly authorized.. this the day and year first above
written.
Witness:
CONSULTANT
L. 0. Hite and Associates
Ny.
84-297
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I 1 1 84-2911
Planning and start-up meeting with
1,200.00
pehsonnel: Steps A and 8
Development of abbreviated biodata
form and NCS answer sheets: Step 8
30?00.00
Programming - Systems: Step F
1,200.00
Programming - Narrative report:
Steps D and E
4,800.00
Programming - Score Summary: Step C
1..450.00
Development of specifications and
programming of eligibility list
3,200.00
(and maintenance of): Step C
Clinical interpretation of test
scores by member of the American
Board of Examiners in Professional
Psychology (ASEPP): Step D
300.00
Additional expenses to be billed to CITY
at cost not to exceed:
Installation of programs in Miami and
training of Department of Hunan
Resources personnel: Steps G and H
2,400.00
Travel, out-of-pocket and air fare
1,100.00
Computer usage in Tampa (including
postage, printing of reports,
programs, etc.)
10950.00
aftQ :nn nn
84-29'41
11
PSYCHOLOGICAL SCREENING OF POLICE APPLICANTS
FEBRUARY , 1984
The City Manager has assigned to the Department of Human Resour-
ces the responsibility to screen out police applicants who may
have personality traits leading to abusive behavior or unwarrant-
ed use of deadly force.
This is a sensitive process with legal and professional require-
ments. We therefore sought proposals for a consulting study
from highly qualified firms in the field of industrial psycholo-
gy.
We first contacted Mr. Ernie Fruewel at the University of
Chicago. He referred us to Ur. Melanie Baehr at London House
Management Consultants, Inc. Dr. Baehr had been in charge of the
University of Chicago test validation project that was done for
the City of Miami Police Department. Dr. William Terris of
London House wrote to us on June 30, 1983, stating that the firm
"does not have the resources" to develop psychological narrative
reports.
We then contacted Dr. Wayne Cascio, former professor of Industri-
al Psychology at FIU, who was a member of a committee that re-
viewed the progress of the Chicago study in 1976. Dr. Cascio now
teaches at the University of Colorado.
He wrote to us on July 19, 1983, that he was "simply too busy" to
undertake such a project himself. He referred us to two other
prominent psychologists, Dr. Marvin Dunnette and Dr. Gerald V.
Barrett.
Dr. Dunnette was founding president of Personnel Decisions, Inc.,
and now heads an affiliate group, the Personnel Decisions Re-
search Institute. This organization has developed and validated
the Police Career Index and has done substantial work in psycho-
logical testing using the Minnesota Multiphasic Personality In-
ventory.
Dr. Barrett teaches at the University of Akron and heads his own
firm, the Organization Consulting Group. Dr. Barrett has devel-
oped and validated a test battery for police officers in Akrong
Ohio. The battery is also used in Columbus, Ohio.
84-291
We also corresponded with Dr. W. D. Buel of Byron, Harless, Reid
A Associates, a consulting firm of clinical and industrial psy-
chologists in Tampa, Florida. Dr. Buel wrote to us on September
26, 1983, stating that "the request you make falls outside of my
area of expertise." He referred us to Dr. Lorain Hite of L. Hite
and Associates, Palm Harbor, Florida.
Dr. Hite has done research in testing and test development for
the Florida State Highway Patrol, installation and validation of
selection programs for major private employers, and consulting
work for the Florida State board of Examiners in Psychology and
other licensing boards.
All three of these consulting firms have impeccable credentials
in employment testing. All threes reviewed the reports prepared
by the University of Chicago, and all three submitted proposals
intended to address the City's need. The proposals were submit-
ted in a six -week period from November 30, 1983, to January 13e
1984.
An advisory group was established within the Department of Human
Resources to review the proposals and interview the representa-
tives of the consulting firms. The group included Angela
Bellamy, Assistant Director; Arttrur Brooks, Special Assistant to
the Director; Hattie Daniels, Affirmative Action Supervisor, Rene
Larrieu, Validation Supervisor; and Kemper McCue, Personnel Ad-
ministrator. In addition, we engaged the services of Dr. Larry
Harmon, clinical and industrial psychologist, to provide profes-
sional guidance in reviewing the proposals.
Interviews were conducted in Miami with all of the firms. Dr.
Lorain Hite was interviewed on January 20; Harry Brull and Dr.
Michele Fraser, representing PDI, were interviewed on January 24;
and Drs. Gerald Barrett and K. Galen Kroeck of the Organization
Consulting Group were: interviewed on January 30.
The following report is based on the review and analysis by HRD
staff and by Dr. Harmon. The Director of Human Resources assumes
full responsibility for its content.
Psychological Profiles
The objective of this project is to develop psychological screen-
ing procedures that will reduce the probability of abusive or
violent behavior by police offioers.
84-29'7
The precise identification of personality traits that lead to
abusive behavior is beyond the present state of the art in psy-
chological testing. Two psychiatrists (Wender and Klein, 1981)
reported: "The belief that people's behavior can be predicted
accurately from knowledge of their personality is simply g•"
And again: "An enormous, complex literature testifies to the
difficulty of behavior prediQtlun on the basis of personality."
All three of the consulting firms were cautious in their claims
of successfully achieving this ubjective.
Dr. Gerald V. Barrett of the Organization Consulting Group pro-
posed the use of a psychological test that identifies "positive
traits" that are necessary for successful police work (such as
good judgement and dependability). It does not measure patholo-
gy that might be disqualifying. Dr. Barrett suggested that the
City might give an additional test that could help identify
pathological problems.
Harry Brull and Dr. Michele Nruser of Personnel Decisions, Inc.
said that abusive behavior was not a part of the criterion -
related validity study conducted for their test battery. They
recommended that the City use the Minnesota Multiphasic"is Inventory (MMPI) since this is the most widely used psycho-
logical test. Dr. Brull added, however, that the MMPI is not
God," and that some applicants may be incorrectly evaluated.
Dr. Lorain 0. Hite of L. Hite & Associates said that Lite Univer-
sity of Chicago test battery nwasures many of the same personal-
ity traits as the MMPI. The representatives of PDI agreed.
Dr. Hite proposed to develop a computer program that can be run
on equipment in the Department of Human Resources. It would
utilize the Chicago test battery and produce narrative reports
("psychological profiles") for police applicants. Dr. Hite would
also prepare a scoring system thut would help to weed out poor
risks." He would use the servloeis of a psychologist certified by
the American Board of Examiners In ProfessionalPsychology
ith
(ABEPP). The scoring method would identify applicantsw
traits similar to those on psycopathic scales. The ABEPP certi-
fied psychologist would be responsible for providing a profes-
sionally sound method of interpreting the clinical reports.
Time and Cost
The Barrett proposal is estimated to cost $42,500 to $50,000, de-
pending on the amount of work done on the project by HRD staff.
84-290
There would be an additional ohdrge for royalties on the contiu
ing use of the test battery, estimated at $3 to $4 per applicant.
The first two phases of the project could be completed in six
months. The third and final phase would involve testing of in-
cumbent police officers and would depend on the availability and
scheduling of officers.
The cost of the PDI proposal is dependent on several variables.
The estimate is $37,000 to $56,800 plus the cost of testing in-
cumbent officers and travel of PDI staff. The total cost is es-
timated at an amount not to exceed $70,000. The project is esti-
mated to take six months; this time may be extended by scheduling
problems in the testing of incumbent police officers. There
would be a continuing cost of $17 to $23 per applicant, since all
of the test papers would be scored in Minneapolis.
The cost of the Hite proposal la estimated at $28,300. The pro-
ject can be completed in three to four months. Since the project
does not involve testing incumbent personnel, there is no sched-
uling problem.
Adverse Impact
Dr. Hite proposes to continue the use of the Chicago test bat-
tery, which has been subject to criticism. There have been com-
plaints that the test is "too old." Members of the Affirmative
Action Advisory Board have also pointed out that the test has ad-
verse impact. And one of the members of the Overtown Blue Ribbon
Committee has concluded that the table on factor analysis is in-
adequate.
Selection procedures installed as a result of the other proposals
would also have adverse impact and would use test materials de-
veloped at the same time as the Chicago battery.
Dr. Barrett said that the reading comprehension test in his bat-
tery has adverse impact.
Mr. Brull and Dr. Fraser of PUI said that the City would need to
add an academic screen to their battery in order to minimize
failures in police training. They said that such a screening
device would have adverse impact.
Mr. Brull and Dr. Fraser were favorably impressed by the Chicago
study. They said the Chicago battery, especially the EMO, repli-
cated substantial portions of the MMPI; the project was relative-
ly well designed; the validity coefficients were "not unimpres-
sive"; they could construct psychological reports using the
00,
i t
{ j
1 f
Page 5
Chicago battery; the Chicago study "contains all the criteria you
could ever think to ask"; and the City would not want to throw
out the hundreds of thousands of dollars that the Chicago study
represents.
In commenting on the age of the Chicago battery, they noted that
the MMPI is a much older test and is still the most widely used
instrument in the field. The test batteries recommended by Dr.
Barrett and by PDI were developed in the mid-1970's, almost
concurrently with the Chicago project.
Dr. Hite had reviewed the factor analysis in the Chicago study.
He said that it presents no problem, since it does not affect the
validity study.
All of the consultants concluded that almost any testing program
in Miami would have adverse impact. The City recruits extensive-
ly in the minority media. The Anglo applicants are largely
"self-selected" and are therefore atypical of the Anglo work
force.
The history of employment testing in America during the last 60
years is not encouraging. Cognitive tests of language skills
commonly have adverse impact. The City compensates for the im-
pact of its recruiting and testing procedures by the use of mod-
ern referral ("certification") procedures. The entire process
results in a hiring rate that is substantially representative of
the City's labor market.
Minority Participation
Dr. Barrett agreed that he: would work with a minority subcontrac-
tor if one were suggested by the City. He noted, however, that
his proposal is based on an estimate of $50,000 for services of
his consulting group, with a reduction of $7,500 for services to
be rendered by HHD staff. His use of a minority consultant would
therefore add to the City's nut cost.
PDI representatives suid they would like to have a local psychol-
ogist work with thew un Lhe project. They envisioned a role of
"local liaison" which, wuuld add to the credibility of the work.
They said, however, that Lhia would be a contract "extra" that
would add to the City's eosL.
Dr. Hite said that his proposal contemplates a subcontract with
an ABEPP psychologist. He also plans to use a computer special-
ist who is expert in the NCS optical scanner and can work with
84-297
variable formats. He would be willing to subcontract with minor-
ity professionals who meet these qualifications.
All three firms agreed that they could work with minority con-
sultants who might be employed by the City to review and advise
on the work in progress.
Test Validation
The Barrett group proposes to "transport" the results of a vali-
dation study for a test battery that was developed in Akron,
Ohio. It would be necessary to administer the battery to incum-
bent Miami police officers to develop local Miami norms. Dr.
Barrett does not propose to do either a concurrent or predictive
validity study; though sueh study is desirable, it is not re-
quired by professional standards or Federal guidelines. Since
the Akron project did not include Hispanic officers, there might
be some difficulty in transporting the entire test battery to
Miami.
PDI proposes to transport the results of a validation study con-
ducted in nine agencies. This study resulted in the development
of the Police Career Index. Mr. brull and Dr. Fraser said that
it would be necessary to develop norms in Miami for Hispanic of-
ficers, since there were: not enough Hispanics in the validation
study to produce reliable data. They propose to use the data in
a concurrent but not a predictive validity study. PDI also pro-
poses use of the MMPI to screen out applicants with aberrant per-
sonality traits. The MMfi has not been validated for that pur-
pose, although it is used by sumo police departments and by other
employers for positions of "public trust," including jobs in the
nuclear industry. The PDI battery does not include cognitive
tests related to success in police training. Dr. Fraser suggest-
ed that two tests developed by the University of Chicago could be
used in combination with the MMPI. she suggested that a predic-
tive study could be done with the; Chicago battery.
Dr. Hite proposes further development of the existing test bat-
tery. This battery wos the subject of an extensive concurrent
validity study that was conducted within the Miami Police Depart-
ment. It is tile only test currently available that was validated
with an extensive Hisp,inic sample.
Dr. Hite proposes to develop a sysLem of autowated clinical re-
ports using the Chicago battery. tie also proposes to develop a
scoring system that would help to "weed out" poor risks. Dr.
Hite said he considers this to be the first step in a process
S4--297
S
Page 5
Chicago battery; the Chicago study "contains all the criteria you
could ever think to ask"; and the City would not want to throw
out the hundreds of thousands of dollars that the Chicago study
represents.
In commenting on the age of the Chicago battery, they noted that
the MMPI is a much older test and is still the most widely used
instrument in the field. The test batteries recommended by Dr.
Barrett and by PDI were developed in the mid-1970's, almost
concurrently with the Chicago project.
Dr. Hite had reviewed the factor analysis in the Chicago study.
He said that it presents no problem, since it does not affect the
validity study.
All of the consultants concluded that almost any testing program
in Miami would have adverse impact. The City recruits extensive-
ly in the minority media. The Anglo applicants are largely
"self-selected" and are therefore atypical of the Anglo work
force.
The history of employment testing in America during the last 60
years is not encouraging. Cognitive tests of language skills
commonly have adverse impact. The City compensates for the im-
pact of its recruiting and testing procedures by the use of mod-
ern referral ("certification") procedures. The entire process
results in a hiring rate that is substantially representative of
the City's labor market.
Minority Participation
Dr. Barrett agreed that he would work with a minority subcontrac-
tor if one were suggested by they City. He noted, however, that
his proposal is based on an estimate of $50,000 for services of
his consulting group, with a reduction of $7,500 for services to
be rendered by HHD staff. His use of a minority consultant would
therefore add to the City's net uost.
PDI representatives slid Lhuy would like to have a local psychol-
ogist work with diem un the project. They envisioned a role of
"local liaison" which would add Lo the credibility of the work.
They said, huwc:ver, LhaL Luis would be a contract "extra" that
would add to the CiLy'd codL.
Dr. Hite said that his proposal contemplates a subcontract with
an ABEPP psychologist. He also plans to use a computer special-
ist who is expert in the NCS optical scanner and can work with
84-29'7
variable formats. He would be willing to subcontract with minor-
ity professionals who meet these qualifications.
All three firms agreed that they could work with minority con-
sultants who might be employed by the City to review and advise
on the work in progress.
Test Validation
The Barrett group proposes to "transport" the results of a vali-
dation study for a test battery that was developed in Akron,
Ohio. It would be necessary to administer the battery to incum-
bent Miami police officers to develop local Miami norms. Dr.
Barrett does not propose to do either a concurrent or predictive
validity study; though such study is desirable, it is not re-
quired by professional standards or Federal guidelines. Since
the Akron project did not include Hispanic officers, there might
be some difficulty in transporting the entire test battery to
Miami.
PDI proposes to transport the results of a validation study con-
ducted in nine agencies. This study resulted in the development
of the Police Career Index. Mr. brull and Dr. Fraser said that
it would be necessary to develop norms in Miami for Hispanic of-
ficers, since there were nut enough Hispanics in the validation
study to produce reliable data. They propose to use the data in
a concurrent but not a predictive validity study. PDI also pro-
poses use of the MMPI to screen out applicants with aberrant per-
sonality traits. The MM111 hay not been validated for that pur-
pose, although it is used by seine police departments and by other
employers for positions of "public trust," including jobs in the
nuclear industry. The PDI battery dues not include cognitive
tests related to success in police training. Dr. Fraser suggest-
ed that two tests developed by the University of Chicago could be
used in combination with the MMPI. She suggested that a predic-
tive study could be done with the Chicago battery.
Dr. Hite proposes further development of the existing test bat-
tery. This battery was the subject of an extensive concurrent
validity study that was conducted within the Miami Police Depart-
ment. It is the only test currently available that was validated
with an extensive Hispanic Sample.
Dr. Hite proposes to develop a system of automated clinical re-
ports using the Chicago battery. He also proposes to develop a
scoring system that would help to "weed out" poor risks. Dr.
Hite said he considers this to be the first step in a process
84-297
0
variable formats. He would be willing to subcontract with minor-
ity professionals who meet these qualifications.
All three firms agreed that they could work with minority con-
sultants who might be employed by the City to review and advise
on the work in progress.
Test Validation
The Barrett group proposes to "transport" the results of a vali-
dation study for a test battery that was developed in Akron,
Ohio. It would be necessary to administer the battery to incum-
bent Miami police officers to develop local Miami norms. Dr.
Barrett does not propose to do either a concurrent or predictive
validity study; though such study is desirable, it is not re-
quired by professional standdrdz or Federal guidelines. Since
the Akron project did not include Hispanic officers, there might
be some difficulty in transporting the entire test battery to
Miami.
PDI proposes to transport the results of a validation study con-
ducted in nine agencies. This study resulted in the development
of the Police Career Index. Mr. Brull and Dr. Fraser said that
it would be necessary to develop norms in Miami for Hispanic of-
ficers, since there were not enough Hispanics in the validation
study to produce reliable data. They propose to use the data in
a concurrent but nut a predictive validity study. PDI also pro-
poses use of the MMPI to screen out applicants with aberrant per-
sonality traits. The MMI11 has not been validated for that pur-
pose, although it is used by sumo police departments and by other
employers for positions of "public trust," including jobs in the
nuclear industry. The PDI battery does not include cognitive
tests related to success in police training. Dr. Fraser suggest-
ed that two tests developed by the University of Chicago could be
used in combination with the MMPI. She suggested that a predic-
tive study could be done with the Chicago battery.
Dr. Hite proposes further development of the existing test bat-
tery. This battery was the subject of an extensive concurrent
validity study that was conducted within the Miami Police Depart-
ment. It is the only test currently available that was validated
with an extensive 11ibpanic sample.
Dr. Hite proposes to develop a systew of automated clinical re-
ports using the Chicago battery, lie also proposes to develop a
scoring system that would help to "weed out" poor risks. Dr.
Hite said he considers this to be the first step in a process
84-297
0
that would include a predictive validity study to be condudted
later at an additional cost.
Test Administration and Scoring
Dr. Barrett would retain proprietary rights to his test battery.
He would provide a scoring key that would permit the City to ad-
minister and score the exams. The City would also pay royalties
for continued use. The City would be required to enter into a
contract that would preclude the showing of exam questions to
anyone (including applicants) after the test was given. The
City Attorney issued a legal opinion April 10, 1979, (MIA 79-13)
noting that the Florida Public Records Act provides that "an ex-
aminee shall have the right to review his own completed examina-
tion." Dr. Barrett said that if this section of the State stat-
ute would infringe on his proprietary interests, he would not be
willing to pursue the project.
The representatives of PDI said that they would retain propriet-
ary rights to their test materials. They would also retain com-
plete control of the test scoring. The City would mail the an-
swer sheets to Minneapolis and would agree to destroy the test
booklets. PDI would provide a turn -around of five to seven
days, plus delivery time to and from Minneapolis. According to
the proposal, "Such security measures preclude any candidate ob-
taining access to test answers." The Florida Public Records Act
was discussed, and PDI representatives understand that this may
preclude their participation.
Dr. Hite proposes to develop a computer program and NCS answer
sheets for continued City use. The City already has the scoring
key and would have the key to any amendments that may result from
the Hite study. The City's only continuing cost would be the
purchase of test booklets from London House, which holds the cop-
yrights to the Chicago battery. The booklets are reusable. The
City would be able to continue in compliance with the Public Rec-
ords Act by allowing candidates to review their own test papers
and answer sheets. This puts a heavy burden of test security on
the Department of Human htsuurces, since a breach of security
would invalidate the test results. HRD has successfully main-
tained security since 1979, when the scoring key was delivered
to the City. The material is maintained in a locked cabinet
within a locked room, and candidates are not allowed to repeat
the exam more often than once every six months.
94-29:
In
Conclusions
The City has received proposals from three well -qualified con-
sulting groups. Each proposal is based on the special competence
of its sponsor.
The Hite proposal corresponds closely to the City's goal of
screening out police applicants who may be abusive or prone to
unwarranted use of deadly force.
The Barrett proposal is not fully responsive; it does not contain
a specific proposal to screen out those job applicants who may
represent a high risk of abusive behavior.
The proposal of Personnel Decisions, Inc. is not fully respon-
sive. It would be necessary to include a new cognitive exam (or
to use two tests from the Chicago battery) to assure a reasonable
level of success in recruit training. The City would remain
dependent on PDI for test scoring and further test analysis,
since the scoring key remains the property of PDI.
Of major significance in evaluating the Barrett and PDI proposals
is the fact that the City would have to write off'its substantial
investment of time and money in the Chicago battery. The cost
of the entire Chicago project was $600,000.
In addition, the City now has access to the test scores and per-
formance records of over '%UU police officers who were selected
from the Chicago battery. Beuausd of the rapid expansion of the
Police Department in 1960-b3, applicants were hired from the en-
tire range of test scores. Thus, there is no "restriction of
range" that limits the value of many validation studies. This
represents an ideal opportunity, unique among American cities, to
conduct the longitudinal study of predictive validity that the
University of Chicago was unable to complete. Neither Dr.
Barrett nor PDI has been abio to conduct a predictive study of
the instruments they recommend for use in Miami. Mr. brull of
PDI, in fact, said that the City would not want to throw out the
results of that massive study; his colleague, Dr. Fraser, added
that it would be "advisable" fur the City to conduct a predictive
study of the Chicago battery. Dr. Hite also suggested that the
City conduct a predictive study.
Choosing either the Barrett or PDI proposal at this time would
preclude the predictive validity study and would discard the
Chicago project before the City has received the full value of
its investment.
84-297
— .
} t� _
I
I t
i
C
t II h t t a
Page 9
Dr, Hite was the most open and must specific
of the three firms
in his offer to use minority subcontractors.
His is a low-cost
proposal, with a total estimate of $28,300.
It is 33 per cent
below the estimate of Dr. Barrett and 60 per
cent below the esti-
mate of PDI. It does not leave much room for
error. If the City
shares responsibility for the assignment of
minority subcontrac-
tors, the City will share respunalbility for
any delay or fail-
ure.
The City's best Interests can be served In this case by giving
the consultant full authurity fur the project and full responsi-
bility for the results. The City's interest in minority partici-
pation and public acceptance of the police selection procedures
can be served by using minority psychologists to advise the De-
partment of Human Resources on Lhe progress of the study. This
would involve a tri-ethnic panel, meeting one or two days per
month to review the work and advise HRD on any special needs.
The cost for three persons would not exceed $10,000. Added to
the estimated project cost of $28,300, this would produce a total
of $38,300; this would be well within the budget estimate of
$50,000.
It is important to plan for the operational use of the psycholog-
ical screening device. While specific plans cannot be developed
before the consulting project is completed, we can anticipate
that there will be problems in interpreting difficult cases. We
have previously noted the limitations on the use of personality
traits to screen out otherwise eligible applicants. A tri-ethnic
panel of clinical psychologists would be helpful in advising on
difficult cases in the same way that such a panel would be help-
ful in advising on the conduct of the consulting project.
Recommendations
1. Negotiate a contract with L. Hite and Associates to produce
narrative psychological reports on police applicants at a
cost not to exceed $28,300.
2. Negotiate contracts with a trl-ethnic group of psychologists
at an amount not to exceed $10,000 to review the study in
progress and to advise: the Director of Human Resources.
3• Include funds in the next budget to conduct a predictive
validity study of the Chicago battery. Broaden the project
to study: (1) whether cognitive tests with less adverse im-
pact may be used; and (2) whether other pre -test procedures
f
S4-291
(such as test instructions and sample questions) may be used
to reduce adverse impdct.
4. Include funds in the next buret to retain a tri-ethnic panel
of psychologists to be used ds needed in the evaluation of
the most difficult ca9e9.
Only the first two recommendations require action at this time.
(R.1)
84-291